Maintenance Employees Research Articles

Pengaruh Pengalaman Kerja dan Pelatihan Kerja Terhadap Kinerja Karyawan Engineering Maintenance PT XYZ

Company's excellence center will be achieved with competent human resources towards the company's rapid competitiveness. This study aims to investigate how work experience and job training affect employee performance in the Engineering Maintenance Department Organisation at PT XYZ. Population and sample for this study included Engineering and Maintenance employees at PT XYZ. The research utilized multiple linear regression analysis as the primary method to examine the relationships between the variables. A quantitative approach was employed. Research sample was chosen using saturated sampling technique, the study involved a total of 35 respondents. Data analysis results indicate that work experience and job training significantly impact employee performance. According to the coefficient of determination test results, training and compensation contribute 43.2% to employee performance. From this research it is recommended to PT XYZ increase investment in training and develop strategies to enhance employee performance. This should help improve the quality standards of employee performance through training, enabling employees to gain more valuable experience, maintain a smooth production process, and produce high-quality goods.

Knowledge management and knowledge sharing in maintenance department of high-tech industries

PurposeThe competition and competitive advantage among firms in various industries have shifted toward a knowledge-based economy. This is particularly evident in knowledge-intensive industries where a company’s competitive edge relies heavily on its ability to generate and utilize new knowledge solutions. Knowledge management (KM) is essential for all organizations, but it holds greater significance in specific functional units, such as maintenance. Industrial maintenance is a knowledge-intensive field and knowledge sharing (KS) motivation is low due to the tacit and intricate nature of knowledge. Despite these challenges, sharing knowledge between experienced and novice employees is fundamental to industrial maintenance, and much remains to be examined in this area. This study explores how novices' knowledge and KS with other workers can be improved via “Training by Novices” program in industrial maintenance.Design/methodology/approachThis study adopted an action-research approach within a high-tech company’s maintenance department, involving 103 maintenance employees. The research unfolded in three pivotal phases: first, an initial evaluation of KM and KS was carried out; second, training programs by novices aimed at strengthening KS between novices and department members were implemented and third, data were collected to assess changes and facilitate improvement in knowledge exchange and collaboration within the department.FindingsThe study demonstrates that involving novices in training programs as trainers within high-tech industries' maintenance departments enhances KM and KS among all employees. The training programs led to substantial increases in knowledge for novices and experienced workers and fostered a culture of continuous learning. Despite the short training duration, participants' overall knowledge increased, and they found the program effective and expressed willingness to continue, indicating potential for long-term improvements in KS practices.Research limitations/implicationsThis research challenges conventional wisdom regarding KS among novices in industrial maintenance. Showcasing the effectiveness of novices as trainers offers a fresh perspective on enhancing KS practices within knowledge-intensive industries.Practical implicationsThis study provides actionable insights for maintenance managers grappling with KS challenges. Organizations can boost employees' knowledge and KS practices by advocating for structured training programs led by novices, fostering a more collaborative workplace culture.Originality/valueThis study introduces a novel approach by empowering novices to engage actively in KS within industrial maintenance settings. By utilizing novices as trainers, the research demonstrates a practical means of enhancing both their own knowledge and that of their peers. This innovative strategy not only addresses common challenges in KM within maintenance units but also promotes a culture of continuous learning and development. This research offers valuable insights into improving KS practices and fostering a more collaborative organizational culture.

Facilities Maintenance Employees’ Adherence of Safety Management Practices: A Research Study at Higher Education Institutions in Malaysia

Facilities Maintenance Employees’ Adherence of Safety Management Practices: A Research Study at Higher Education Institutions in Malaysia

Analisis Potensi Bahaya Terhadap Program Kerja Departemen Maintenance Di Stasiun Sterilizer Menggunakan Metode Job Safety Analysis (JSA) di PT. X Nagan Raya

The Sterilizer Station at PT X Nagan Raya is a company facility that requires regular maintenance by the maintenance department to ensure its smooth operation. This facility has potential hazards that need to be analyzed in detail. This study aims to evaluate the potential hazards associated with the maintenance department's work program at the Sterilizer Station using the Job Safety Analysis (JSA) method, where potential hazards are evaluated for theassociated risk levels, namely low risk, medium risk, high risk, and extreme risk. The research approach used is qualitative with a descriptive design. Data was collected from the maintenance department's work program for the July-December 2023 period at the Sterilizer Station through direct observation and interviews using the JSA form. The informants in this study were 6 informants consisting of maintenance employees, maintenance assistants, HSEofficers and Assistant Mill Managers. The results of this study indicate that there are several potential hazards that can occur during the implementation of the maintenance department work program, such as the danger of falling on work equipment, slipping, electric shock, exposed to sparks, exposed to mesingerinda, iron cutters and electric welding machines. Based on the JSA analysis, several risk control measures are suggested, such as the use of appropriate and correct Personal Protective Equipment (PPE), routine maintenance of equipment, conducting daily monitoring, and paying attention to conditions.

Analisis Perbandingan Pendapatan dan Kesejahteraan Keluarga Karyawan Panen dengan Karyawan Panen dengan Karyawan Perawatan di PT. Socfin Indonesia (SOCFINDO) Kebun Aek-Loba, Kabupaten Asahan Provinsi Sumatera Utara

This study aims to find out 1. The wage system of harvest and maintenance employees at PT Socfindo, 2. Comparison of family income of harvesting and maintenance employees 3. Comparison of family welfare of harvest and maintenance employees at PT. Socfin Indonesia Aek-Loba Plantation. This study used a quantitative method by descriptive. The research location was chosen purposively at PT. Socfin Indonesia Aek-Loba Gardens. Sampling method uses purposive sampling technique and data collection method uses descriptive quantitative or descriptive statistics to determine income comparisons and welfare comparisons between families of harvest employees and families of maintenance employees at PT. Socfin Indonesia Aek-Loba Gardens. The research results obtained are 1. The wage system of harvest and maintenance at PT. Socfin Indonesia Aek-Loba plantations pay system which is given to harvest employees using a time unit system and yield units then maintenance employees use a time unit system. 2. Comparison of family income of harvesting and maintenance employees at PT. Socfin Indonesia Aek-Loba Plantation is a significant difference of IDR 1,227,549. 3. There is no significant difference between the welfare of the families of harvest employees and the maintenance at PT.Socfin Indonesia, Aek Loba Garden, Asahan Regency, North Sumatra.

Pengaruh Beban Kerja terhadap Turnover Intention pada Karyawan Panen dan Perawatan di Perusahaan Perkebunan Kelapa Sawit

Employees are an important part of palm oil plantation companies. Employee workload needs to be considered so that they are comfortable when working.This research was carried out at PT Karya Makmur Bahagia which operates in the field of oil palm plantations and Crude Palm Oil (CPO) producers located in the Mentaya Region, Central Kalimantan. This research aims to determine the workload received by harvest and maintenance employees and determine the effect of workload on turnover intention among harvest and maintenance employees. This type of research is quantitative descriptive. The sample used in this research was 15 harvest employees and 15 maintenance employees using incidental sampling techniques. Data were analyzed using regression analysis. The research results showed that 47% of harvest employees had a moderate workload, and 47% of maintenance employees had a light workload. Workload has a positive effect on employee turnover intentions

Assessing Psychosocial Factors on Maintenance Employees with Safety Perspective: A Case Study of an Electrical Service Company

The increasing number of employees continuously exposed to psychosocial hazards can result in high absenteeism, employee turnover, low productivity, and increased work accidents. Efforts to improve occupational safety have typically focused on developing policies, equipment, and training to minimize physical risks; however, in recent years, attention has also shifted to psychosocial factors. This research was conducted to comprehensively analyze the psychosocial conditions of maintenance workers from electrical service companies in Indonesia. An online survey with 93 questions from COPSOQ III was conducted on 314 respondents who had worked for at least one year and were permanent employees at company X. The collected data will be tested for validity and reliability before being analyzed using descriptive statistics with the help of SPSS V25 software. It will then be classified by level using the gap analysis method. It was found that there were six psychosocial factors included in the mid-gap category, namely Cognitive Demands (X9), Work Pace (X12), Illegimate Task (X25), Role Conflict (X26), Work-Life Conflict (X31), and Insecurity over Working Condition (X32). Meanwhile, two psychosocial factors fall into the high-gap category, namely Control over Working Time (X17) and Job Insecurity (X33). Psychosocial factors in the high-gap category need to be a priority for improvement or intervention, considering that these factors can have a negative impact on work safety behavior, which can increase the number of work accidents.

Developing a competency model for maintenance 4.0 stakeholders

PurposeCompetencies are significant predictors of employee outcome. Nowadays, new technologies are changing maintenance processes and workflow. The role of employees and their competencies will therefore undergo decisive changes in the future. Therefore, a well-designed competency model for maintenance departments is important. The purpose of this paper is to develop a maintenance 4.0 competency model applicable to all industrial sectors by adapting it to the specificities of each sector.Design/methodology/approachThe research methods consist of a comprehensive literature review on the main characteristics of the competency model and the individual competencies needed for the maintenance 4.0 employees. Interviews were conducted in order to validate and prioritize the required competencies for maintenance 4.0 employees identified in the literature.FindingsThe maintenance 4.0 competency model combines the required competencies in maintenance 4.0 and crosses the three hierarchical levels: managers, engineers and technicians. These competencies are organized in terms of four categories: technical, personal, social and methodological. In addition, a degree of importance for each competency is assigned as very important, moderately important and slightly important. As a result, this study identified the essential competencies for maintenance 4.0 stakeholders, where 12 competencies are considered very important for maintenance 4.0 technicians, 19 for engineers and 18 for managers.Research limitations/implicationsThis work has some limitations. First, although the articles related to competencies and their classification were selected very carefully, it is difficult to eliminate the probability of overlooking publications. Second, the limitation of the study is based on the difficulty of implementing the model in a case study, given that a minority of industrial companies have implemented maintenance 4.0 technologies in Morocco.Practical implicationsThis work has practical implications for both individuals and institutions (companies and academies) to cope with new competency requirements in maintenance 4.0. Organizations can use the model in the recruitment process and for the identification of training needs. The results of the research will also contribute to identifying the scope of competencies of the maintenance 4.0 actors (engineer, manager and technician), which, in practice, contributes to the creation of requirements for the candidates applying for a job in the maintenance department. Additionally, educational institutions should make the necessary changes to their curricula to suitably prepare students for the required maintenance 4.0 competencies.Social implicationsThe social implications of the article result from the contribution to the development of maintenance competencies. Individuals can use this model for their own personal development. Furthermore, companies can use this model to define job profiles for vacancies in M4.0. Therefore, using the model for training program implementation has a positive effect on employee job satisfaction and employees ’morale.Originality/valueThis research develops a novel maintenance 4.0 competency model by categorizing the maintenance workforce into three hierarchical levels: managers, engineers and technicians. In addition, the competency requirement is prioritized to three degrees: very important, moderately important and slightly important. According to the previous studies conducted on maintenance 4.0 and employees' competencies, this study revealed that no research has developed a competency model for maintenance 4.0. Hence, this model is unique, generic and integrative since it presents the most relevant competencies for the three hierarchical levels. Moreover, this work combines the results of the literature review and the experts' returns. This model can be useful in the recruitment of new maintenance employees, the evaluation of their performance and the identification of training needs to cope with new changes in maintenance competencies.

What are the drivers of competence management?

Globalization and technological transformations emphasize the need for developing new skills and acting at the peak of one’s capacities. Competence is defined as the combination of external and individual resources to fulfill one’s job demands and contribute to the organization’s purpose. It corresponds to feeling effective and efficient in one’s actions. As such, competence is one of the basic psychological needs, according to self-determination theory. In this paper we focus on diagnosing the drivers of competence in order to implement transformations in a specific organization to improve the use of existing resources, stimulate the development of skills and increase performance. The study was conducted in a major French company from the energy sector. We re-analyzed the corpus of an annual survey gathering the perception of about 11,000 respondents representing all job categories and all hierarchical levels. We conducted a Principal Component Analysis followed by multiple regressions in order to identify the predictors of feeling competent. The first analysis shows that the data could be summarized in 5 key indicators: 1. Involvement and trust in the unit, 2. Team management, 3. Meaningfulness at work, 4. Working conditions, 5. Organization and cooperation. We observed that the item addressing the feeling of competence showed high correlation with the third dimension related to meaningfulness, which further highlights the importance of competence for self-accomplishment. The next step was to search for the drivers of feeling competent in several job categories. The results show that production and maintenance exhibit very different profiles. The only common driver appears to be the role of the manager in developing employee’s skills. For production employees, feeling competent is mainly linked to external resources (unit organization and social identification) whereas for maintenance employees, feeling competent rather depends on individual resources (work content, professional development). Beyond the design of custom interventions based on the specific needs of each job category, this study emphasizes that there is no unique solution for managing competence and that the key to performance and fulfilment should be found in careful analysis of the organization and its members.

The Influence of Work Motivation and Work Discipline on Employee Performance in PT. Serat Persada, Maintenance Division, Mojokerto, East Java

Human resources are one of the crucial components within a company, with the company's objectives established on the basis of differing visions to achieve a common goal. Through this research, it becomes possible to assess the level of work motivation and work discipline provided by the company to its employees. Consequently, the predetermined company objectives can be achieved more effectively. The population and sample for this research are the maintenance employees of PT. Serat Persada in Mojokerto, East Java, comprising 50 respondents. The research methodology employed in this research is quantitative, involving the distribution of questionnaires to maintenance employees. The assessment technique utilized a Likert scale ranging from 1 to 5 to measure variables. The analysis tool used is Partial Least Squares (PLS). From the analysis outcomes, it is evident that work motivation and work discipline influence the performance of maintenance employees at PT. Serat Persada in Mojokerto, East Java.

Role of Rental Car Market in India: An Empirical Analysis

India's rental-car industry has grown to be an essential part of the nation's transportation infrastructure. The demand for rental automobiles has significantly increased in recent years as a result of growing urbanization, shifting consumer preferences, and rising disposable incomes. The function of the Indian rental-car market and its effects on various stakeholders are examined in this abstract. First off, the market for rental cars offers a practical and adaptable form of transportation, meeting the demands of both domestic and foreign tourists. It provides a large selection of vehicles, from affordable cars to high-end automobiles, guaranteeing solutions for any need and price range. Second, renting a car has emerged as a practical substitute for owning one, especially in crowded cities where parking is scarce and traffic is heavy. The growth of ride-hailing services and the shared economy have further exacerbated this trend, making rental automobiles a desirable choice for transient mobility needs. Thirdly, the rental automobile sector has given many people work opportunities, including drivers, customer service representatives, and maintenance employees. It has also aided in the expansion of related sectors including auto service and repair, petrol stations and insurance companies. But there are still issues to be solved, like the need for better infrastructure, legal frameworks, and assuring client happiness and safety. Overall, the Indian rental automobile industry is essential for offering practical and adaptable modes of transportation, boosting the nation's economy, and improving both business and leisure travellers' overall travel experiences.

Human Asset Maintenance Management and Employees' Performance in the Nigeria Banking Industry

Human Asset Maintenance Management and Employees' Performance in the Nigeria Banking Industry

Challenges in Sewer System Maintenance

A sewer system is an important infrastructure of every settlement. A sewer system is a set of construction facilities used for the quick removal of wastewater from the humans’ immediate environment and its transport to a wastewater treatment plant or direct discharge into an appropriate recipient. In order for the sewer system to perform its purpose properly, its proper maintenance is required. Maintenance of a sewer system is very demanding since the system is mostly underground which makes it difficult to be accessed and maintained. The maintenance of a sewer system can be preventive (regular) or corrective (reactive). The regular maintenance occurs at certain intervals, whereas the reactive maintenance occurs in the case of some unforeseen event. This paper presents the history of sewer systems, as well as basic and alternative types of sewer systems. Furthermore, challenges that arise during sewer system maintenance and difficulties that maintenance employees face in their work are presented in this paper, as well as the ways in which sewer systems are maintained.

RoadNet: Efficient Model to Detect and Classify Road Damages

Poorly maintained roads can cause lethal automobile accidents in various ways. Thus, detecting and reporting damaged parts of roads is one of the most crucial road maintenance tasks, and it is vital to identify the type and severity of the damage to help fix it as soon as possible. Several researchers have used computer vision and detection algorithms to detect and classify road damages, including cracking, distortion, and disintegration. Providing automatic road damage detection methods can help municipalities save time and effort and speed up maintenance operations. This study proposes a method to classify road damage and its severity based on CNN and trained on a newly curated dataset collected from Saudi roads. Hence, this study also presents a dataset with labeled classes, which are cracks, potholes, depressions, and shoving. The dataset was collected in collaboration with maintenance employees in the municipality of Rabigh Governorate using a smartphone device and reviewed by experts. In addition, several deep learning algorithms were implemented and evaluated using the proposed dataset. The study found that the proposed custom CNN (RoadNet) has higher accuracy than pre-trained models.

EMPLOYEE PERFORMANCE IMPROVEMENT THROUGH COMPENSATION AND WORK DISCIPLINE AT PT. ICHTIAR GUSTI PUDI IN LANDAK REGENCY

Human resources are central in an institution or company. So that management activities run as desired, the company must have employees who are knowledgeable, qualified skills, and ability to manage their businesses as much as possible so that employee performance will increase. The level of success of a company can be judged based on performance. Employee performance increases if the provision of adequate compensation and good work discipline. Through this research is to analyzes the influence of compensation and discipline on employee performance at PT. Ichtiar Gusti Pudi, Landak Regency. The location of this research at Pagong Hamlet, Amboyo Inti Selatan Village, Ngabang District, Landak Regency. This study is a population study by giving a questionnaire to the entire population of 108 people consisting of maintenance employees in all parts of the company. The data were obtained using a questionnaire with a Likert scale 1-5 scoring technique. The method of analyzing data using SEM is assisted by LISREL 8.80 software. The results show that compensation has an effect on employee performance. It appears that the t-value of the compensation variable is 3.05> 1.96. Work discipline has an effect on employee performance, with the t-value of the variable being 2.28> 1.96.

Minimizing OHS Risks with Spherical Fuzzy Sets as a Verdict to Inventory Management: A Case Regarding Energy Companies

As one of the vital ergonomics operations, occupational health and safety (OHS) measures are important for each and every production environment. Furthermore, the severity of adverse impacts or occurrence probability of OHS risks can be much higher, especially for particular companies dealing with hazardous or dangerous materials or products. Although eminent instances exist in the OHS literature, studies linking OHS to operational supply chain management (SCM) activities and aim to embed ergonomics sentiment into decision procedures in a way that reduces OHS risks are unfortunately lacking in the literature. In this point of view, a novel approach grounding on inventory control aiming OHS risk minimization was developed, and a case study regarding a gas distribution energy company was performed as demonstration. Integrated ABC‐VED matrix was developed and employed to handle the inventory management problem by emphasizing OHS risks’ influence as well as proposing cost‐effective solutions, while spherical fuzzy sets (SFS) and simple additive weighting (SAW) method were used to enlighten the best SCM‐related decisions in terms of ABC‐VED results, to minimize the OHS risks of maintenance employees and possible adverse impacts on human health. Three different actors participated as decision makers (DMs) by the employment of SFS‐SAW group decision making approach, where computed categories and delineated research outcomes were scrutinized in details by benchmarking of the results in terms of varying DM assessments and supplier company driven inventoried item groups, where sensitivity analysis on overall results were also performed. 103 out of 270 items of a protoset were analyzed, a subset of 51 items listed in Category I was determined to be used in further analysis. Illustrative explanations of diversification of criteria weighting scores regarding different parties in the decision making process were also presented with several schematic representations of research outcomes in the light of multidimensional benchmarking debates.

Analysis of Preventive Maintenance and Breakdown Maintenance on Production Achievement in the Food Seasoning Industry

The machine is a facility that is necessary for the company in production. The machine can reduce the failure rate of the product and reach the target time according to the customer's request. Therefore the machine needs to be cared for and maintained. Maintenance and care is a way to prevent the machine from being damaged. This study aims to determine and analyze the effect of preventive maintenance and breakdown maintenance on production achievement. The research was conducted in the Food Seasoning Industry. The research population is maintenance employees and production employees. The sample used was 25 respondents based on employees who are experts in their fields. The analytical method used in this research is the descriptive analysis method with a quantitative approach with linear regression analysis. Data processing using the help of IBM Statistics 21.00 software. The results showed that preventive maintenance partially had a significant effect on production achievement. Breakdown maintenance partially has no significant effect on the achievement of production. Simultaneously preventive maintenance and breakdown maintenance have a significant effect on the achievement of production. Linear regression analysis resulted in the model formula Y= 9.004 + 0.561 (X1) + 0.042 (X2)

KETERAMPILAN MANAJERIAL DAN PENGEMBANGAN KARIR PENGARUHNYA TERHADAP KINERJA KARYAWAN (STUDI PADA KARYAWAN MAINTENANCE PT. GLOBAL MAKARA TEKNIK SITE BRE RANTAU KABUPATEN TAPIN)

This research discusses the discussion of theory, discussion of experts, discussion of researchers based on their experience, then developed into a debate - renewal developed - the solution requested to obtain justification (verification) in the form of empirical supporting data in the field. This study aims to learn more about Managerial Skills and Career Development Influence on Employee Performance (Study on Maintenance Employees of PT. Global Makara Teknik Site BRE Rantau Tapin Regency) in South Kalimantan, The method used in this study is a quantitative method, with as much as 54 assistance, a sample of 54 people and data analysis techniques using the research instrument validity test, reliability test, classic assumptions and using multiple linear regression, The results of this study indicate that the variable managerial ability individually to the Maintenance Performance of PT. The Makara Global Bara Engineering Site Overseas Temporary Tapin District And Career Development has no significant effect on the Performance of PT. The Global Makara Site of the BRE Rantau Technique in Tapin District, all of the independent variables have a significant influence on the variables that are used together (simultaneous), the adjusted determination (R2) is 0.332 or 33.2%, this shows it is supported by those provided by the variables free of the variables they replace.

The Effect of Financial Incentives, Organizational Commitment, and Job Satisfaction on Employee Performance

Organization or business performance always have close relation with its own member or employee performance and productivity. Most of them only focus on raising the wealthy of its member by giving financial incentives hoping it will reflect with significant improvement of member performance. But in some case giving the incentives not always bring significant increase to member productivity. This study was made with the aim to determine the effect of financial incentives, organizational commitment, and job satisfaction on employee performance. This study uses quantitative study. Data collection procedures used in this study are structured data collection. The population used is 10 persons of installation and maintenance employees of PT. KONE Indo Elevator throughout Indonesia that has implement some financial incentive to boots up their employee performance. The result of the study was financial incentives and job satisfaction have positif and significant effect to employee performance while organizational commitment not having signifficant effect to employee performance.

Investigation on Occupational Safety and Health Best Practice in Building Maintenance: Case of Sri Lanka

Implementation of occupational health and safety best practice at the workplace is mandatory to ensure employees’ safety and health since maintenance activities include several risks for maintenance workers as well as occupants in the entire organisation. Therefore, employers should promote and implement safety and health practices among employees to improve the safety and health within the organisation. Furthermore, safety practices are the indicators of a safe working environment of the organisation. However, in Sri Lanka, priority for health and safety practices of workers are still low due to the cost of provisions and there are no quantifiable benefits immediately. Currently, it is noted that many accidents have happened due to the absence of supervision, lack of knowledge and awareness, bad work practices, and improper use of personal protective equipment. Moreover, in Sri Lanka, there is nonexistence of study in health and safety practices on maintenance operation. Hence, this study focuses on identifying the best occupational safety and health practice in the maintenance division, including its implementation barriers and solutions for the identified best practice, to enhance the occupational health and safety performance of the building maintenance employees. A comprehensive literature review was conducted to identify the best occupational safety and health practices. Then a mixed approach was adopted to validate the findings in the real Sri Lankan context. Primarily, a preliminary survey was conducted to validate and find out the relevance of identified occupational health and safety practices through literature. Then a questionnaire survey and semi-structured interviews were carried out. The collected data was analysed using manual content analysis, NVivo11.0 software, SPSS statistical software. The Study results provide the best occupational safety and health practice to the building maintenance division. In addition, financial issues, lack of awareness, time constraints, ignorance, and less support of employees are identified as prominent barriers to the implementation of the identified best occupational safety and health practices. Moreover, the establishment of the importance of occupational safety and health, commitment, leadership and interest of management towards occupational safety and health, encouraging workers, awareness program, conducting regular meetings and close supervision of workers was suggested as a key solution to overcome those barriers.
 Keywords: Occupational Health and Safety, Best Practice, Building Maintenance, workplace, barriers, and enablers.